The GROW Model

Just like there are many different coaches, there are also many different coaching models that can be used during coaching sessions.

The GROW coaching model is certainly one of the most tried and tested ones.

The GROW Model was originally developed in the 1980s by business coaches Graham Alexander, Alan Fine, and Sir John Whitmore. The model was used in conversations, meetings and everyday leadership to unlock employee's potential and possibilities.

It has since become the world’s most popular coaching model for problem solving, goal setting and performance improvement.

The power of the GROW coaching model is that it leads to a clearly defined end result through phases when the client is active in identifying problems and coming up with ideas for solutions.

The GROW Model offers a clear framework with the general questions the coachee needs to answer to set goals, identify obstacles and come up with his own solutions.

The GROW Model consists of the acronym group steps :

• Goal for G ,

• Reality for R,

• Options for O

• Will for W .

The Steps can be resumed as a journey plan :

• Where are you going ? G

• Where are you coming from or where are you currently ? R

• What are possible routes to your destination or goal ? O

• What option motivate you the most to reach your destination or goal ? W

Once again, the coach is not an expert in the person coached situation. So he will acts more as a facilitator, helping his coachee select the best options without offering any advice or direction.

To structure a coaching session using the GROW Model, the coachee should answer different questions at each stage.

Here are some possible questions you can ask at each step.

1- Goal Setting

In this step you need to identify first the behavior that you want to change, and then structure this change as a goal to achieve.

Make sure that this is a SMART goal : one that is Specific, Measurable, Attainable, Realistic, and Time-bound. Then ask yourself :

• What's important to you ?

• What are you expecting from this session ?

• What do you want to achieve in the next three to 12 months ?

• What do you want to have happen that is not happening until now ?

• How will you know that you've reached your goal and how will you know the problem has been solved ?

2- Reality

Describing the current reality help you know better where to start from.

• What is happening now (what, who, when, and how often)? What is the effect or result of this?

• What do you feel about what is happening ?

• What's the biggest thing holding you back from your goals?

• Where are you now in relation with your goal ?

• What will happen if you did nothing ?

• What are concrete examples of this problem?

• Has this always been a problem or only in the recent past ?

• What were times when you didn't have this problem or faced this obstacle ?

• And is this always a problem or are there situations in which it isn't solved ?

3 - Options or obstacles

Determine what is possible and explore the different options to reach the goal.

• How could the situation change ?

• What could you do to change the situation ?

• Who might be able to help you ?

• What if all obstacles were removed ? What will change ?

• Which one the options would you like to try ?

• What are the advantages and disadvantages of each option?

• What do you need to stop doing in order to achieve this goal?

• And would this be a long or short term solution ?

4 - Will 0r Way forward

Commit to specific actions in order to move forward toward the goal.

• How can you put these options into actions ?

• What will you do now ?

• When will you take the first step ?

• What could stop you from moving forward and how can you overcome this ?

• How can you keep yourself motivated ?

• Can you think of anyone who could support you ?

• When do you need to review progress ? Daily, weekly or monthly ?

Remember that a success of coaching sessions depend both on the coach and coachee motivation and commitment to the process.